Fit for Purpose Collaboration Tools

Let’s start with a quote:

“The quality of our tools is proportional to our ability to achieve our goals.” – Marcia Wieder

In my conversations with individuals at numerous tech companies, I’ve uncovered a common issue: the tools employed for candidate mapping often miss the mark. While Microsoft Teams, spreadsheets, and LinkedIn project folders are frequently used, they often fail to deliver the desired results. Let’s delve into the implications of this misalignment.

The Issues

Given our prolonged reliance on these tools, it can be challenging to see the consequences of using ill-suited collaboration tools, but once seen, they can’t be unseen.

Productivity

To begin, high-performing team members often avoid recruitment sessions on platforms like Teams, LinkedIn, or Excel due to their cumbersome and time-consuming nature. The perception is that these meetings are a drain on productivity and for an ‘alpha’ sales rep carrying a quota, it is hard to argue against them. 100 people taking 60 minutes to schedule, attend and wrap up a session is 600 hours of productivity gone.

As a result recruiters increasingly experience ‘no-shows,’ with the same faces participating week after week. Without active engagement from everyone, including high performers with sales quotas, the talent identification and engagement process loses a critical element. There should be an easier way to collaborate!

Missed Hires

Without the right tools, lost opportunities occur as referrals are missed. In every case where we have given hiring managers a new way to collaborate by using Referable, they have identified referral candidates missed by the ‘status quo’ processes outlined above. They’ve been able to identify high probability talent in seconds rather than in drawn out meetings over hours – assuming they attended the sessions. Which they didn’t. 

Unnecessary Spend

I’ve witnessed firsthand how one large global tech company spent a substantial sum on external recruitment agencies, only to later discover that a significant portion of new hires had prior connections within the organization. This oversight translated to potentially millions in unnecessary spend. These candidates were known, but not formally identified in a candidate mapping process that relied on spreadsheets and participation.

Bad Hires

Conversations with regional talent leaders at major software companies reveal a recurring issue. Hiring managers and executives occasionally encounter a new hire in the hallway and remark to the talent acquisition team, “Someone should have consulted me. I wouldn’t have made that hire.” This situation arises because talent is not prequalified on a candidate map. 76% of hiring managers will admit to making these errors according to a Robert Half survey, and I am confident enough to assume there are 24% of hiring managers who aren’t being honest. 

Obviously good hires are made too, but the goal is to minimize bad hires and their detrimental impact on the business, including wasted time and money, increased turnover, declining morale, and added stress for direct managers.

There needs to be a better way!

If referrals or recommendations from our colleagues are tracked and visible, we improve ownership of roles and accountability to support the talent acquisition function. 

Referable: Addressing Collaboration Issues

Enter Referable, a unique platform designed to change the way corporate recruiters collaborate with the business around high skilled mid-career talent. Referable addresses the challenges posed by misfit tools head-on and offers a streamlined solution.

Mapping the Candidate Market

Referable’s core strength lies in its ability to map the candidate market comprehensively at the click of a button. It doesn’t just help recruiters find candidates; it shows recruiters who on the team can help them qualify fit. With Referable, recruiters gain a competitive edge by having a bird’s-eye view of the talent landscape: a short cut to qualify and convert ‘prospects’ into ‘shortlisted candidates’.

Effortless Collaboration

One of Referable’s standout features is its ability to facilitate effortless collaboration. It takes seconds for business-side staff to communicate and collaborate using the platform, compared to the time-consuming Teams meetings of the past. The result is increased engagement, faster decision-making, and a significant boost in referrals.

Speeding Up the Hiring Process

With Referable, the recruitment process becomes faster and more efficient. The platform ensures swift and efficient pre-vetting of candidates, allowing candidate outreach to be focused on only the highest probability individuals. This approach translates into faster hiring times, reduced costs, and an enhanced candidate experience.

Even in the closing phases, Referable enables the recruiter to know which people to call on for help if it is needed. Additionally, those same people can provide candidates with an informal channel for information about the company, the role or the hiring manager, instilling confidence that they are a fit and they have the right answers to their questions. 

Ownership & Accountability

If referrals or recommendations from our colleagues are tracked and visible, we improve ownership of roles and accountability to support the talent acquisition function. No longer are recruiters pushing a rock up a hill, but they are pushing side by side with their colleagues. (Sorry, recruiting is still an uphill battle, which is why teamwork and collaboration are so important!)

One of Referable’s standout features is its ability to facilitate effortless collaboration.

Defined Candidate Markets

Is it for every hire? No, of course not. This should be no surprise to mid-career and executive recruiters, but Referable is suited to high value hiring. Typical cases where Referable is a perfect fit is where the skills, experience and competencies can be defined. In such cases companies tend to hire a core group of people from defined target companies, and with Referable recruiters can hold their hands on their hearts in claiming that every internal hiring channel is exhausted, before requesting agency support. 

If we need C# skills, manufacturing account sales experience, or software deployment consulting skills, and we know people on the team whose past colleagues have these skills. Salesforce hired from Oracle; Accenture from Deloitte; Software House A from Software House B; and so on. If the market is defined we should deploy the right tools to hire as smoothly and swiftly as we can. 

If we know people on the team who know the candidates, why would we not make it easy to gather that intelligence? This is the very IP that high skill recruiters need to help their customers make informed hiring decisions: aka the stakeholders. 

Summary

In conclusion, corporate and RPO recruiters need tools that are specifically designed for candidate mapping and collaboration. Misfit tools may have sufficed in the past, but they are unproductive and no longer fit today’s world where efficiency is paramount. Referable is the solution that bridges the gap, offering both talent visibility and seamless talent collaboration that takes mere seconds for that ‘alpha’ sales rep who will be happy to contribute. 

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